This article is going to cover the overall aspects of background checks but with a focus on the following jurisdictions:<\/span><\/p>\n There are various reasons why an employer would want to carry out a pre-employment screening. On a base level, employees are one of the most important assets that a business has, as a result, good employees are extremely valuable. For example, an employee that is hostile could result in loss of company goodwill as well as put customers and fellow employees at risk. They could even create an uncomfortable working environment which could result in the working conditions not being optimal. Consequently, ensuring that good employees are appointed is crucial and pre-employment screenings are a primary method of guaranteeing this. In this section, the key reasons for requiring an employee background check will be outlined.\u00a0<\/span><\/p>\n Key reasons include:\u00a0<\/span><\/p>\n Some of the key reasons for pre-employment screenings will now be further explored below.\u00a0<\/span><\/p>\n In each jurisdiction, there are a variety of pre-employment screenings and employee background checks that are permitted, as well as a selection that is prohibited. The nature and extent of how these tests can be conducted vary from country to country and jurisdiction to jurisdiction. In this section, the key tests that can be conducted will be summarised, there will be a focus on the main tests that are generally permitted in every country. For more in-depth evaluations on what is permitted in the <\/span>US<\/span>, <\/span>UK<\/span>, <\/span>Canada<\/span> and <\/span>Australia<\/span>, please use the links indicated.<\/span><\/p>\n The images below are taken from the<\/span> Mayer Brown Global Guide<\/span><\/a>, and they summarise every country\u2019s stance on most available background checks using a traffic light system. Green shows that they are completely permitted; Yellow, partially permitted; Red is completely prohibited.<\/span><\/p>\n Below are some of the key tests that are permitted across most jurisdictions. <\/span><\/p>\n A criminal record check helps an employer determine the criminal background of an applicant. The purpose of this check is to ensure that an applicant or employee will not pose a threat to customers and or employees. The information that can be collected during a criminal background check varies from country to country, for example in the US, criminal background checks usually consist of checking a series of <\/span>databases<\/span>, including the national criminal database and the sex offender registry. In the UK, criminal background checks are permitted but only where it is reasonable and necessary to do so.<\/span><\/p>\n Medical screenings are not permitted in every country, but when they are, they tend to be permitted in cases where they are necessary, reasonable and proportionate. Equally, in most cases, employers are unable to request family medical history as well.\u00a0<\/span><\/p>\n Education and Qualification verification is a crucial part of pre-employment screening. As such, it is no surprise that it is entirely permitted in almost every country. As discussed earlier, employing the best employees guarantees the best results, consequently, employees are one of the most vital assets that a company has. Further, employees can lie or exaggerate their qualifications and educational background. These checks ensure that an employee attended the institutions stated and attained the relevant qualifications, and at <\/span>the level or grade stated. Additionally, some positions require specific training or qualifications. Employers can avoid a negligence suit or accusations of non-compliance by ensuring that those hired are qualified to do the relevant job.<\/span><\/p>\n Social media checks can provide employers with key information about an employee and their character. That said, it is often advised that if employers are to use this information that they do not discriminate against an employee based on what they discover on their profile. Most jurisdictions have prohibitions on disqualifying an applicant based on their <\/span>protected characteristics<\/span><\/a>. Employers could discover information about an applicant\u2019s race, sex, or religion for example, and choosing to disqualify them from the application process on that basis would be illegal.\u00a0<\/span><\/p>\n Credit and financial checks are often limited to roles where an employee would have to manage anything relating to a company’s or business\u2019s finances. This is generally because pre-employment screenings are often limited to reasonable and necessary searches. Thus, if an applicant was being screened to be a company driver, conducting credit or financial check would be unnecessary.\u00a0<\/span><\/p>\n As has been mentioned, different jurisdictions have different prohibitions on pre-employment screenings. This can influence what<\/span> tests are common in different countries, below is a summary of the main pre-employment screenings conducted in the <\/span>US<\/span>, <\/span>UK<\/span>, <\/span>Canada,<\/span> and <\/span>Australia<\/span>, for further information on how these checks are regulated please click on the links indicated.\u00a0<\/span><\/p>\n The time period for when an employer can conduct a background check varies depending on the jurisdiction. For example, in the <\/span>US<\/span>, employers are able to conduct background checks at any time as long as they have obtained explicit permission from the relevant employee or applicant. In the <\/span>UK<\/span>, <\/span>Canada<\/span> and <\/span>Australia<\/span> this is not the case and there is a limited time period to conduct employee background checks.\u00a0<\/span><\/p>\n After an applicant has received a conditional offer of employment<\/span><\/p>\n Can be conducted throughout the recruitment process and during employment as long as consent has been given<\/span><\/p>\n Although employee background checks are generally legal in most jurisdictions, there are particular legal requirements that have to be met. The general overall requirements for background checks are as follows:<\/span><\/p>\n\n
Why would I want to do a Pre-Employment Screening?\u00a0<\/b><\/h2>\n
![\"Why](\"https:\/\/blog.harmonizehq.com\/wp-content\/uploads\/Why-Do-Employee-Background-Checks-Happen_-compressed.jpg\")
<\/p>\nProtect Employers and Employees<\/span><\/h3>\n
\n
\n
Keeping the Workplace a Drug-Free Environment\u00a0<\/span><\/h3>\n
\n
Maximizing Productivity<\/span><\/h3>\n
\n
What Types of Employee Background Checks Should Be Conducted?\u00a0<\/b><\/h2>\n
![\"Mayer](\"https:\/\/blog.harmonizehq.com\/wp-content\/uploads\/Mayer-Brown-Background-Check-1-min.png\")
<\/p>\n![\"Mayer](\"https:\/\/blog.harmonizehq.com\/wp-content\/uploads\/Mayer-Brown-Background-Check-2-min-1024x605.png\")
<\/p>\n![\"Mayer](\"https:\/\/blog.harmonizehq.com\/wp-content\/uploads\/Mayer-Brown-Background-Check-3-min.png\")
<\/p>\nCriminal Record Check<\/h3>\n
Medical Screenings<\/h3>\n
Education and Qualification Verification<\/strong><\/h3>\n
Social Media Checks<\/h3>\n
Credit and Financial Checks<\/h3>\n
What Employee Background Checks are Typically Conducted?<\/b><\/h2>\n
US Employee Checks<\/a><\/h3>\n
\n
UK Employee Checks<\/a><\/strong><\/h3>\n
\n
Canadian Employee Checks<\/strong><\/a><\/h3>\n
\n
Australian Employee Checks<\/strong><\/a><\/h3>\n
\n
When Can an Employee Background Check Be Conducted?\u00a0<\/b><\/h2>\n
US Background Check<\/strong><\/h3>\n
\n
UK Background Check<\/strong><\/h3>\n
\n
Canadian Background Check<\/strong><\/h3>\n
Australian Background Check<\/strong><\/h3>\n
Are Employee Background Checks Legal?\u00a0<\/b><\/h2>\n
Cannot Discriminate<\/strong><\/h3>\n